According to Porter & Latham (2013), SMART is a management tool used in every organization to make sure the goals and objectives are attained within a specified period. SMART can be used for either personal or company project development like Leadership Development Plans. This means that the targets set by an individual or an organization in achieving the respective goals must be Specific, Measurable, Achievable, Realistic and Time-bound. By registering for the Government Auditing Programme (GAP), the worker can gain certification hence easier to form a basis for realistic and measurable returns.
By being SMART, the individual can get specific skills from the leadership training hence will be able to achieve measurable long-term goals by applying the available quality skills in the field of work. Once one has realistic and achievable goals, there is room for proper connections, communications, and the development of trust amongst your workmates. This character symbolizes a strong leadership development in an individual. The ability to take positive criticism is thus developed in the trainee due to the ethical skills learned in the LDP. In the technological concept, being SMART helps to summarize any organizational problems and later one can find solutions by applying the leadership skills manifested in training (Porter & Latham, 2013).
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This is easy when computer programmes like Ms. Microsoft, Word, PowerPoint and other computer applications are well learned. It can involve internal and external communication through social media by the staffs in the company. Once there are good relations, issues of conflicts and challenges are easy to deal with when they arise in an organization. One uses competency levels to partake the challenge as their own. For instance, in a group, you can decide to use your cash to remedy and mitigate the company losses while keeping records. In that event, conflicts can be reduced substantially without noticing the loss. By finally using the SMART concept, the worker can attain sound analysis of the benefits and loss that can be experienced sooner or on a long-term basis by a specific company. In the end, all protocols observed will be satisfied by the leadership skills employed by the individual in solving all or almost all company problems in a group or as a committed individual (Porter & Latham, 2013).
References
Porter, R.L. and Latham, G.P (2013) ”The effect of employee learning goals and goal commitment on departmental performance”. ‘ Journal of Leadership and Organizational Studies’. Vol 20’, No 1. Pp 62–8.
